4 ms·

I like almost all of this, and I think it's far better than the hiring culture than we have now. Especially the part about making it clear that they're not just

by wyclif 11y ago

I like almost all of this, and I think it's far better than the hiring culture than we have now. Especially the part about making it clear that they're not just fishing and intend to let the req sit open for a year, and not making you do 3 or 4 interviews over the course of a month. But I just wanted to add that I don't think your #5 could ever work, because of liability. There's a good reason why companies don't do post-interview feedback— to avoid legal liability.

ryandrake 11y ago
Companies (at least in the US) only have to worry about legal liability if their reason for not hiring someone is based on one or more of a very clear enumerated list of reasons: race, color, religion, sex, national origin, age, disability or genetic information. As long as the company's feedback cannot be traced back to one of these, they should be in the clear to provide helpful, actionable feedback.
- wyclif 11y ago
  IANAL, but the only reason anyone would attempt to trace feedback in the manner you're describing would be the result of a legal action like a frivolous discrimination lawsuit. The point of not providing feedback from their side is to avoid such lawsuits altogether.
ghaff 11y ago
I don't think it's so much legal liability as: 1.) Why go to the trouble? What's in it for us? Yes, we shouldn't leave you hanging and should in general behave professionally but detailed feedback as part of a formal process seems more than one can reasonably expect. 2.) It invites prolonging the process. A lot of people told that they have insufficient experience in X will want to respond that they really do and it must just not have come out in the interview. 3.) This may be truer for non-technical roles, but think of it like dating. A lot of the time people get rejected because the potential hiring company "Just wasn't that into them" or just preferred someone else better.

by wyclif 11y ago

ryandrake 11y ago

Companies (at least in the US) only have to worry about legal liability if their reason for not hiring someone is based on one or more of a very clear enumerated list of reasons: race, color, religion, sex, national origin, age, disability or genetic information. As long as the company's feedback cannot be traced back to one of these, they should be in the clear to provide helpful, actionable feedback.

wyclif 11y ago
IANAL, but the only reason anyone would attempt to trace feedback in the manner you're describing would be the result of a legal action like a frivolous discrimination lawsuit. The point of not providing feedback from their side is to avoid such lawsuits altogether.

ghaff 11y ago

I don't think it's so much legal liability as: 1.) Why go to the trouble? What's in it for us? Yes, we shouldn't leave you hanging and should in general behave professionally but detailed feedback as part of a formal process seems more than one can reasonably expect. 2.) It invites prolonging the process. A lot of people told that they have insufficient experience in X will want to respond that they really do and it must just not have come out in the interview. 3.) This may be truer for non-technical roles, but think of it like dating. A lot of the time people get rejected because the potential hiring company "Just wasn't that into them" or just preferred someone else better.